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Welcome to our workplace experience (WX) trends series, where we look at recent news articles, videos, social media posts and thought leadership pieces on workplace experience. You’ll also hear from our experts on what’s trending.
In this WX trends, we’re exploring some of the challenges people of color face in the workplace. First we’re looking at how to support employees of color with their mental health. Next, we identify three words with a problematic history, and why they should be avoided in the workplace. Finally, why one opinion writer is worried about what’s going on in UK workplaces.
Addressing mental health disparities in the workplace is crucial, particularly for people of color who face unique challenges, according to an article in the Harvard Business Review.
The Covid-19 pandemic and the recognition of racism as a public health crisis have highlighted these issues. People of color encounter barriers like systemic, interpersonal, and internalized racism, which lead to chronic stress and higher risks of mental health conditions such as anxiety and depression, writes Angela Neal-Barnett, a professor of psychological sciences at Kent State University.
Cultural mistrust, stemming from historical and ongoing discrimination, makes it difficult for employees of color to seek mental health support. Some cultural beliefs can further complicate this, as individuals may feel they are letting their family and community down by admitting to mental health struggles.
“You feel ashamed, embarrassed, and unworthy of help or forgiveness,” writes Neal-Barnett. “So you do not ask for help and you do not respond to those who offer it. As a result, the impact of whatever you are struggling with — depression, anxiety, trauma — increases.”
The article states that employees should assess their mental health by asking if their feelings interfere with their lives and seeking help if necessary. Leaders can support their employees by creating a supportive environment, ensuring access to culturally competent mental health resources, and understanding the specific challenges faced by employees of color.
By doing so, they support overall well-being in and outside of work and show commitment to their employees’ whole selves. In turn, leaders can expect to see improved workplace productivity and morale across the organization, says Lauren Patton, head of internal communications at Appspace.
Using language from the colonial era can be painful for Black people, as it often reminds us of our ancestors’ suffering, according to an article in Forbes. Terms like “cakewalk,” “master,” and “slave” are rooted in the history of enslavement and should be avoided.
“Cakewalk” originally described a dance mocking plantation owners, and its casual use today is disrespectful, writes Forbes contributor Maya Richard-Craven. Similarly, calling someone a “master” evokes the power dynamics of enslavement. Alternatives like “expert” or “experienced” are more appropriate. Referring to hard work as “slaving away” trivializes the brutal conditions endured by enslaved people.
Being mindful of these terms shows genuine allyship, going beyond token gestures to truly support Black colleagues and employees.
Respecting language is a significant step in honoring your colleagues’ history and lived experiences, says Patton.
The UK faces a looming crisis due to persistent workplace discrimination, according to an opinion article in the Financial Times. Many young people of color today still experience racism and prejudice in their careers.
Author Simon Woolley writes that a recent survey by the Parker Review reveals a lack of diversity in the UK’s largest businesses. Only 12 Black and minority ethnic CEOs in the FTSE 100 and just one in eight senior managers are ethnically diverse. This lack of representation is mirrored at all levels of the workforce.
Research from the Youth Futures Foundation highlights that nearly half of ethnic minority individuals under 25 have experienced workplace discrimination, with a third encountering racist remarks or jokes, Woolley explains. This discrimination occurs at a critical time in their careers, he adds, damaging their confidence and potential.
So what can be done? Solutions like guaranteed apprenticeships and transparent policies on pay and progression can help build confidence and aspirations among young people, the article concludes. Addressing these issues enhances productivity and performance while fostering a more inclusive and equitable society.
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